Michael Palitz, Author at Shavitz Law Group

April 29, 2020January 25, 2021

Understanding the New Sick Leave and Child Care Laws to Help Families Impacted by COVID-19

Paid leave and child care amidst pandemic

In recent weeks, Congress has passed paid leave laws for certain workers to address the COVID-19 pandemic. One notable law is the Families First Coronavirus Response Act (FFCRA), which requires businesses with fewer than 500 employees to provide paid short-term sick leave for reasons related to COVID-19. Another law provides money for childcare for families impacted by the virus. Details concerning paid leave measures for employees amidst the COVID-19 pandemic can be found here.

Some key highlights of the new laws are:

The sick leave law requires that employers provide up to two weeks of sick leave at full pay (up to $511 per day) if the employee is directly affected by COVID-19.
The law also provides partial pay of up to $200 a day to care for affected family members suffering from COVID-19.
The law also requires that employers provide long-term paid family and medical leave up for up to an additional 10 weeks and $200 per day for their employees. This measure will help to provide for children whose schools or childcare facilities are closed as a result of the pandemic.

In these challenging times, it’s important that you know your rights in the workplace, especially as new laws are being passed on a weekly basis that change how employers must operate. As we adapt to the COVID-19 pandemic, we will continue to be vigilant to ensure you get what you have rightfully earned. Facts and questions (FAQs) concerning the Families First Coronavirus Response Act can be found here.

If you have any questions about any of these laws or have another workplace issue that you would like to discuss, please contact us for a free consultation at [email protected] or 800-616-4000.

YOU EARNED IT, NOW LETS GO GET IT.

Gregg Shavitz, Shavitz Law Group, 951 Yamato Rd Ste 285, Boca Raton, FL and 800 3rd Ave, Suite 2800, New York, NY. Lawyers licensed in states including FL, NY, NJ, and TX. The choice of a lawyer is an important decision and should not be based on advertisements alone.

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April 23, 2020January 25, 2021

U.S. Department of Labor Issues Covid-19 Paid Leave Rule

In recent weeks, Congress has passed paid leave laws for certain workers to address the novel coronavirus (COVID-19) pandemic. One notable law is the first federal law requiring businesses with fewer than 500 employees to provide paid short-term sick leave for reasons pertaining to COVID-19.

Some key highlights of the new laws are:

The sick leave law requires employers to provide up to two weeks of sick leave at full pay (up to $511 per day) if the employee is directly affected by COVID-19.
The law also provides partial pay up to $200 a day to care for family members suffering from COVID-19.
The law also requires that these employers provide long-term paid leave for up to 10 weeks and $200 per day for its employees to care for kids whose schools or childcare facilities are closed.

In these challenging times, it is vital to know your rights in the workplace — particularly when new laws are being passed on a weekly basis and changing how employers must operate.

If you have any questions about any of these laws or have another workplace issue that you would like to discuss, please contact us for a free consultant at [email protected] or 800-616-4000.

YOU EARNED IT, NOW LETS GO GET IT.

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March 20, 2020January 25, 2021

Am I an Independent Contractor or an Employee?

In recent years, companies have started classifying workers as independent contractors instead of employees. Independent contractors have the ability to decide when they will work, which tasks they will person, and negotiate their pay per task.

While some companies correctly classify its employees as independent contractors and do not have to pay those workers overtime wages, many other companies wrongly classify their workers as independent contractors. The companies often do this to avoid paying overtime wages and providing benefits to their employees. If a worker is economically dependent on a company, and if the company exercises much control over the worker, more likely than not such worker should be regarded as an employee and not an independent contractor.

Companies who have violated these laws have faced multimillion-dollar lawsuits and have paid huge settlements to their worker for backpay.

If you are classified as an independent contractor and are wondering if you really should be classified as an employee who is eligible for overtime pay and benefits, please contact the Shavitz Law Group at 800-616-4000 or [email protected]. We represent employees, including misclassified independent contractors, across the United States in unpaid overtime litigation. We can provide a free consultation to see if you are wrongly classified as an independent contractor and if you may be owed money damages.

YOU EARNED IT, NOW LETS GO GET IT.

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